Whether that environment is a classroom, the playground, or the offices of an EdTech company, there are plenty of ways that we can all quietly support inclusivity and celebrate diversity. LGBTQ+ Pride month is an opportune time for us all to reflect on our practices and find impactful ways to support and affirm LGBTQ+ people throughout the year.

Here are just a few of the ways we strive to support inclusivity at Bedrock:

As an EdTech organisation creating original fiction and non-fiction texts, we know that representation matters, both in the stories we tell and the characters we feature. We aim to include non-binary characters within our texts. This inclusivity aims to ensure that all learners see themselves reflected in the content they consume on Bedrock Learning, which can contribute to their sense of validation and self-acceptance.

Pronoun usage is another common example of how we can support our LGBTQ+ colleagues and learners. In addition to using "he" and "she," we use "they" as a gender-neutral pronoun within our learning materials. This helps create a more inclusive mindset within learners and acknowledges the existence of non-binary individuals. If a story or material refers to an adult as "Mrs. James'' or "Mr. James," for instance, we also consider using "Mx. James'' instead. It's pronounced like "mix," and it allows individuals to express their gender identity in a way that feels true to them.

Inclusive language extends beyond pronouns. It's also essential to consider the vocabulary used to describe relationships. We consciously consider our use of gendered terms so in a text you’re just as likely to read about a ‘child’ as you are a ‘son’ or ‘daughter’ and just as likely to encounter a ‘sibling’ in a story, as you are a ‘brother’ or ‘sister’. These subtle changes allow everyone to understand relationships in ways that align with their identities, creating a more inclusive and respectful environment.

Occupational titles are also adapted to reflect gender neutrality throughout our original texts. Instead of using gender-specific terms like "policeman" or "fireman," we opt for gender-neutral alternatives such as "police officer" or "fire officer." Similarly, using "actor" instead of "actress," and "postal worker" instead of "postman" or "postwoman." These inclusive language choices help break down gender stereotypes and challenge traditional genders and gender roles, fostering an environment of equality and acceptance.

No person or organisation can be perfect right away. Keeping an open mind, welcoming new practices and continually improving in our approach is what we strive to do here. We’re always working to find new ways that we can incorporate themes of diversity and inclusion into more of our curriculum, and more ways that we can support an inclusive environment within our company.

Whilst supporting the LGBTQ+ community is of course not limited to just one month, we find that taking the time to reflect on our practices helps us to identify where we could be doing better. These learnings help us to embrace and celebrate diversity within our organisation and within classrooms, all year round.